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Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
Checklist for an Energetic Volunteer Workforce
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Checklist for an Energetic Volunteer Workforce

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A look at 10 tips for creating a vibrant association volunteer program

A look at 10 tips for creating a vibrant association volunteer program

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  • Decision To Join – increased involvement leads to retention and more satisfied members which leads to greater acquisition through WOM
  • 1 – Commit! In your strategic plan / mission / objectives
  • Member engagement – volunteerism – needs to be in your strategic goals
  • 2 - Map out your volunteer opportunities. Two key elements are pathway & matrix
  • Show members the volunteer pathway. Include the skills, knowledge and experience they need at each level.
  • Put all the opportunities into a matrix – helps visualize the larger program, helps you see the “holes”, helps members see the requirements. Members become more proactive in seeking education and training.
  • 3 - Create a plan. Famous quote by Lewis Carroll: If you don’t know where you are going, any road will get you there.
  • American Association of Diabetes Educators
  • 4 – Job descriptions – every piece has its role, its rules, its movements
  • WHY is the most important! Best way to get a volunteer to complete the job they raised their hand for is to have them plugged into the WHY
  • 5 -Volunteer Talent Scout
  • Throw away the committee that looks only at the national slate …
  • 6 – Adhocracy – or call is micro-volunteering or episodic … by any name its about offering a variety of position types.Tom Endres, Director, National Association of Area Agencies on Aging: Setting up programming differently - focusing on needs and issues. E.g., define an issue or need and don’t recruit for position descriptions but for volunteers to help meet an unmet need.
  • Why this is important to consider … Decision to Volunteer (ASAE) studyNeed further persuasion: DTV finding that of 1 the top 4 reasons to begin volunteering was short-term assignments. It also appears on the top reasons for not volunteering as “lack of short-term positions”Top reasons to begin volunteering: Meaningful opportunities, right skills, accessible location, short-term assignments
  • ONS gets the concept - http://www.ons.org/Membership, scroll to Get Involved
  • 7 – reward & recognition; focus on respect, appreciation, recognition, thanks
  • Recognize effort – reward results
  • 8 – Metrics – outcomes for all your programs. Do you know how volunteering is supporting, effecting your efforts? Are you evaluating volunteers? Are you measuring engagement?this is also my generational message …
  • Talk about the goals, the outcomes, the requirements and let your volunteers have a say in crafting the howwhen you set metrics for individual programs or the full program measure the outcomes not the how
  • 9 – Someone in charge – but everyone on board; in fact Kathleen Larmett, ED, National Council of University Research Administrators credited increase when they hired Volunteer Coordinator
  • American Society of Interior Designers connected departments to volunteer teams e.g. marketing chair for chapter to the marketing dept.
  • 10 - it’s a different volunteer out there so remember than and play to it
  • Decision To Volunteer – working for the greater good trumped WIIFM personally reasons Top 5 reasons: 4 are outward focused!1- do something for profession/cause important to me2-Its important to help others3-Gain new perspectives4-Explore my own strengths5-Volunteering important to people I respectReflect the top reasons to begin volunteering: Meaningful opportunitiesOther reasons: right skills, accessible location, short-term assignments
  • Three drivers for volunteering: Community; Professional development; Service to others
  • Transcript

    • 1. A checklist for anenergetic volunteer force
    • 2. Members asCitizens
    • 3. Plug in  Increase Value  Increase retention  Increase acquisition
    • 4. 1 – Commit! In your strategic plan / mission / objectives
    • 5. PUBLIC LIBRARY ASSOCIATIONGOAL: ORGANIZATIONAL EXCELLENCEOBJECTIVE (3):IMPROVE OPPORTUNITIES FOR MEMBERENGAGEMENT.
    • 6. 2 - Map out your volunteer opportunities. Two key elements arepathway & matrix
    • 7. Pathway 5 - Strategic Volunteers Leader 4 - Experienced Volunteer Leader 3 - New Volunteer Leader 2 - Learning Volunteer 1- Prospective Volunteers
    • 8. Matrix Position Type of Skill/ Individual/ Location Time Key Tasks Commitment Knowledge Group Commitment LevelPosition e.g., e.g. Vol level 1, e.g., Virtual, Est. number of List Governance, 2, 3, 4, 5 Teleconference, hours req’d or Standing, Face-to-face term, temporary, AdHoc occasional, interimWriter AdHoc Vol Level 1 Individual Virtual 1-3 hours Write e- letter article of 300 wordsCommittee Governance Vol Level 4 Group Combo 1-yr term (list keyChair tasks)
    • 9. 3 - Create a plan. Famous quote by LewisCarroll: If you don’t know where you aregoing, any road will get you there.
    • 10. AADE’S VOLUNTEER PROGRAM VISION :AADE HIGHLY VALUES ITS VOLUNTEERS WHO, BY THEIR COMMITMENT TO THE PROFESSION, GUIDE AND ASSIST IN THE DEVELOPMENT AND FURTHERANCE OF OUR MISSION.
    • 11. 4 – Job descriptions – every piece has its role, its rules, its movements
    • 12. WHOWHATWHEREWHENWHY
    • 13. 5 - “Hire” a Volunteer Talent Scout
    • 14. THE NEW NOMINATING COMMITTEE
    • 15. 6 – Adhocracy – or call is micro-volunteering or episodic … by anyname its about offering a variety of position types.
    • 16. Why this is important to consider … Decision to Volunteer (ASAE)study
    • 17. 7 – reward & recognition; focus on respect, appreciation, recognition, thanks
    • 18. Recognize effortReward results
    • 19. 8 – Metrics – outcomes for all yourprograms. Do you know howvolunteering is supporting, effectingyour efforts? Are you evaluatingvolunteers? Are you measuringengagement?
    • 20. Switch fromgiving direction to defining the goal
    • 21. 9 – Someone in charge – but everyone on board.
    • 22. ASID created linksbetween departments and volunteer roles
    • 23. 10 - it’s a differentvolunteer out there soremember than andplay to it
    • 24. Volunteers are Pro-Social
    • 25. Its about the cause,the people … and me
    • 26. Members asCitizens
    • 27. Questions …Let’s connect … Phone: 301.725.2508 Web: www.marinermanagement.com Twitter: @peggyhoffman LinkedIn: Peggy Hoffman

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